Management & Leadership

LeadershipWe work with top managers, directors and business owners. Leading from the top is the best way to inspire and guide everyone in the company. That’s where our proven Leadership Development tool allows us to instil robust leadership principles.

Leadership demands skills, competencies and a robust decision-making strategy. Our coaching develops leadership judgement to assure successful outcomes.

The JRL Leadership Development Programme is designed for directors and managers who need to make decisions and who are expected to manage, motivate and lead a team. Our goal at JRL is always to improve those decision-making processes and leadership strategies to improve commitment and motivation of key staff while raising trust and respect from the team.

The programme comprises four key steps: a questionnaire, a feedback session, an action plan, and follow up coaching. The results help to identify and build on existing strengths while establishing areas for development to maximise performance and team effectiveness, including:

  • Greater strategic clarity
  • Increased leadership effectiveness
  • Reduced stress
  • Improved communication and delegation techniques

To begin, each participant completes an online questionnaire, which is managed by our associate, APA Consultancy. It should take around 40 minutes to fill in the questionnaire. A 1-2-1 feedback session then talks through a detailed report showing the findings from the completed questionnaire. At the end of the feedback session, an action plan is developed with commitment sought to move forward. Often, follow up coaching is recommended to help consolidate and apply the new skills and commitment.

THE LEADERSHIP FRAMEWORK

The leadership programme framework focuses on key areas of leadership wisdom to assess personal attributes and characteristics.

  • How effective is the participant at problem solving?
  • To what extent is the respondent able to identify the best way forward, or the best bet, when confronted with a range of business issues?
  • To what extent does the participant’s natural leadership style impactpositively or negatively on decision-making and judgement?
  • Is the participant able to effectively identify the most appropriate leadership and communication style to ensure commitment and buy-in from the team?

Achieving and deploying a constructive leadership style is not always easy, and often doesn’t come naturally. That’s where JRL can help. We compare you to a peer group of over 1,000 successful leaders to deliver clear and precise strategies to develop your leadership judgement and communication strategies, ensuring that you inspire your team, command respect and achieve successful outcomes.

Proven management profiling tools are highly effective in streamlining the development process.

At JRL, we deploy two proven management development profiling tools. The PMC (Personalised Management Coaching) tool measures and assesses a manager’s ability and willingness to develop direct reports from three distinct perspectives: what the manager is, based on credibility, motivation and the desire to empower; what the manager has, based on capacity; and what the manager does, based on skills.

The JRL TMD (Tactical Management Development) Programme measures temperament and predicts behavioural style. It comprises four key steps: a questionnaire, a feedback session, an action plan, and follow up coaching. The programme addresses four areas of management focus:

  • Building Effective Relationships, including establishing rapport, customer engagement, interpersonal style, and relationship management
  • Strategic Thinking, including problem solving and developing thinking styles
  • Maintaining Performance and Commitment, including focusing energies and achieving goals
  • Managing Pressure and overcoming stress

To begin, each participant completes an online questionnaire, which is managed by our associate, APA Consultancy. It should take around 40 minutes to fill in the questionnaire. It gives a measure of temperament and predicts behavioural style by asking a large number of short, simple questions about various preferences, attitudes and beliefs.

A 1-2-1 feedback session talks through a detailed report showing the findings from the completed questionnaire. At the end of the feedback session, an action plan is developed with commitment sought to move forward. Often, follow up coaching is recommended to help consolidate and apply the new skills and commitment.

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Today, business skills and experience are simply not enough to guarantee the success of a manager as a leader.

There are four elements that are critical to success as a leader. At JRL we use a proven tool called PMC (Personalised Management Coaching) as a mechanism to clearly identify and measure these four pivotal areas, and then determine what characteristics may impede a manager’s ability to achieve top performance.

  • Personal credibility
  • Skill sets
  • Capacity or time
  • Desire or commitment

We work with managers, supporting them through an individual coaching assessment to identify the areas where they want to improve, and setting out clear goals in a Professional Development Plan (PDP). The individual assessment provides a top-down, bottom-up and inside-out baseline assessment of managers, which drives behaviours the improve critical work outcomes such as employee engagement, development and retention. The PDP then targets individual development needs based on outputs from the PMC assessment. This serves as the foundation for ongoing professional coaching support, which is how the journey to excellence is fulfilled.

PMC only targets managers’ behaviours that impact the ability and willingness to develop direct reports.

Why is the PMC System effective?

  • Individual assessments provide results that are specific and unique to each manager
  • Measures three driving forces that significantly affect a manager’s ability and willingness to coach direct reports
  • High potential assessments provide senior management with a reliable and accurate ranking of its managers for succession potential that leads to effective development plans
  • Backed by leading-edge research, setting it apart from other forms of coaching assessments
  • Uniquely positioned to provide reliable and accurate solutions for both the organisation and its individual managers
  • Correctly evaluates and addresses the crucial
    relationships that impact an organisation’s ability to retain and develop top talent and sustain growth

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